Are Leaders Born or Made?

Are leaders born or made?

Some people are born with natural leadership qualities, others can develop the skills if thrust into a position demanding them. Many have dormant leadership potential within them that is never called upon or exposed to growth through challenge.

They have never faced the kind of crisis or need that inspired the saying - 'Cometh the hour cometh the man' - A good example of which is Winston Churchill being made Prime Minister at the outbreak of world war two.

British politics is calling for such a saviour now. We need a giant, but we have pygmies. And Far Far too many of them!

For America, Benjamin Franklin 1706-1790. Was a giant too. He was a statesman, diplomat, writer, scientist and inventor, one of the most versatile and talented men in colonial America and a leading figure in the American struggle for independence.

Like Churchill, he was also a wit -

‘Only Two Things In This Life Are Certain - Death & Taxes. What the Taxpayer Resents Is That They Don't Come In That Order' -Benjamin Franklin.

In the absence of opportunity to acquire management skills in a going concern, anyone aspiring to management can glean from text books and articles, a flavour of the theory of basic skills and personal qualities required,

Today’s fast-moving business environment demands that the effective manager be both a well-organized administrator and highly adept in understanding people’s basic needs and behaviour in the workplace. Fostering commitment, nurturing talent, and ensuring employee motivation, require open communication and trust between managers and staff.

 To increase employee motivation, it is best that you influence behaviour rather than try to change personalities

 Encourage pride. People need to feel that their contribution is valued and unique. If you are a manager, seek to exploit this pride in others, and be proud of your own ability to handle staff with positive results. This, in turn, will encourage employee motivation among your people.

Be a good listener. Listen attentively. We were given two ears and only one mouth for a reason. In many areas of a manager’s job, from meetings and appraisals to telephone calls, listening plays a key role. Listening encourages employee motivation and, therefore benefits both you and your staff. So, make an effort to understand people’s attitudes by careful listening and questioning and by giving them the opportunity to express themselves.

Build confidence Most people suffer from insecurity at some time. The many kinds of anxiety that affect people in organizations can feed such insecurity, and insecurity impedes employee motivation. Your antidote, therefore, is to build confidence by giving recognition of progress. In doing so, you not only refurbish employee motivation but boost productivity as well.

  

Delegate decisions. The aim should be to delegate yourself out of a job. Organise work to run with all day to day operations covered. The leader’s role is to oversee whilst planning future progress and policy.

Whilst this would seem to be a recipe for fostering lazy leadership, the opposite should be the outcome. Businesses grow dynamically by pushing some decision-making downward.

It gives workers a vote of confidence. They can see a path to personal progress. Those that have the potential to grow will do so, through being stretched by challenge. They will keep those above them on the leadership ladder focused. Or else!

Some indicators of leadership potential –

Do you see your smart phone as a tool or a toy. A time saver or time waster.

 A servant or Master?